Hiring & HR Support
Help finding, hiring, and onboarding staff for independent medical practices. Job descriptions, pay benchmarks, offer letters, onboarding paperwork, and an employee handbook, with a 90-day replacement guarantee.
The Staffing Problem
Ask most practice owners what keeps them up at night, and the answer is rarely the books. It is people. The front desk coordinator gives two weeks’ notice. The medical assistant leaves for a hospital job with a sign-on bonus. The therapist opening has been posted since spring, and the waitlist keeps growing.
Hiring usually falls to the owner, who is already seeing patients all day. Job posts get written late at night. Resumes pile up in an inbox. Interviews get squeezed in between appointments. When someone finally starts, there is no offer letter on file and no handbook, and onboarding is handled by whoever happens to be free that morning. A few months later the whole cycle starts again.
The Empty Chair
The Empty Chair
An open role costs more than the salary you are saving. Phones go unanswered and claims sit unworked. Providers end up doing admin work instead of seeing patients. The rest of the staff cover the gap until they get worn down too, and then you have two openings instead of one.
The Wrong Hire
The Wrong Hire
A rushed hire can be worse than no hire at all. It means weeks of training, mistakes at the front desk or in billing, and a second search when it doesn’t work out. Most bad hires trace back to a vague job description, an offer that didn’t match the market, or an interview that never asked the right questions.
What We Handle
We run the search the way a recruiting team would, sized for a practice. First we learn the role and the people it will work with. Then we write the job description, check what similar practices in your area pay, post the opening, and screen the candidates. You get a short list of people worth your time. You do the final interviews and make the decision.
Once you choose someone, we prepare the offer letter and the onboarding paperwork. That includes the I-9, W-4, state withholding forms, direct deposit setup, and any policies they need to sign. If we already run your payroll in Gusto, the new hire goes straight into the system without anyone retyping their information. We also write or update your employee handbook so expectations are on paper from the first day.
Pay Benchmarks
Pay Benchmarks
Offer too little and good candidates walk away. Offer too much and you create problems with the staff you already have. We look at current pay for the role in your market, whether that is a medical assistant in Kansas City or a licensed clinician working remotely in another state. That way your offer is competitive and fair to your existing team.
The Employee Handbook
The Employee Handbook
A handbook covers time off, attendance, conduct, patient privacy expectations, and how staff can raise concerns. It saves new employees from guessing, and it protects you when something goes wrong. We build it around your practice and the states where your people work. For legal disputes you will still want an employment attorney, and we are happy to work alongside one.
Where This Comes From
This service comes from Marcella Nichols, our President. Before joining the firm her mother founded in 1995, Marcella spent seven years in recruiting and HR at a large Southern California software company. She started as a Recruiter and became Talent Acquisition Lead, managing a team of recruiters. Hiring well is the part of running a business she knows best, and it is how she built our own team of enrolled agents.
Marcella also holds a master’s degree in clinical psychology. That helps when the open role is a therapist, counselor, or psychologist. She understands the difference between licensure levels, what supervision a newer clinician may need, and what clinicians look for when they choose a group practice. Behavioral health owners don’t have to explain the basics to us.
Straightforward Pricing
Straightforward Pricing
The fee is 20% of the new hire’s first-year salary. It covers the full search for the role, along with the job description, pay benchmark, offer letter, and onboarding paperwork for that hire. You know the cost before the search begins.
90-Day Guarantee
90-Day Guarantee
If the person we place leaves or doesn’t work out within the first 90 days, we run the search again and find a replacement at no additional fee. You shouldn’t have to pay twice to fill one position.
A Family-Run Firm Since 1995
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